Considerations when employees pronounce their pronouns in email signatures

He/him. She/her. They/them. With increasing public attention over the past few years to the topics of gender identity, gender fluidity, and the rights of transgender individuals, it has become more common for people to make their pronoun preferences known to others. In the electronic world, these disclosures commonly occur in social media profiles and, most relevant to the workplace, email signature blocks. If this issue hasn’t come up yet in your workplace, it may soon.

Some employers require employees to specify their preferred pronouns, while others make it optional or are against it. There’s no one-size-fits-all approach, and there’s little legal risk with any of the three, but there are some factors employers should consider when deciding how to handle the matter.

To he/she or not to he/she?

Requiring employees to add their pronouns to email signatures is a simple, no-expense way to signal to your workforce and the outside world that your business has an inclusive culture and respects every individual’s gender identity. This can help employees who do not fit traditional notions of gender feel accepted and supported, and the message of inclusivity may be an advantage when recruiting new workers.